Employee Motivation/Reward System/Inner work steamy state
Yi Lin
Prof. Andrzej Wolodarczyk
MNGM 604
skirt 29 2012
Yi Lin
Professor Andrzej Wolodarczyk
MNGM 604
Managing Creative Mind.
Section Paper 1
abut 29 2012
Article 1, Employee Motivation: A Powerful novel Model
By Nitin Nohria, Boris Groysberg, and Linda-Eling Lee
This term first introduced that the saucy cross-disciplinary research has suggested that everything people do in daily life ar guided by four basic emotional drives which are needs to acquire, to adhesion, to jab and to defend. To apply this new theory to employee motivation in work place, the authors had done 2 studies to advance demonstrate what actions managers should take to satisfy those four needs in order to boost motivation. Two studies used four indicators that are engagement, satisfaction, commitment and intention to quit in surveying 385 employees from two global businesses. The studies found out that all four drives are independent from each other and certain drives have greater violation on motivation than others. Lastly, having good balance mingled with all four drives and satisfying all four drives evoke have best impact on work-place motivation.
Fulfilling the drive to bond has the greatest effect on employee commitment, whereas meeting the drive to comprehend is most closely linked with employee engagement. But a confederacy can best improve overall motivational rafts by satisfying all four drives in concert. The unanimous is more the sum of its parts; a poor show on one drive substantially diminished the impact of high scores on the other three (Nohria, Groysberg, Lee, P.1 2008)
The article went on explaining those four basic drives and their practical implications in organisational levers of motivation. For each of the four drives, there is a primary organizational lever to correspond to that. And for each primary lever, there are lists of actions to take in order to motivate within a certain...If you want to get a full essay, order it on our website: Ordercustompaper.com
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